That’s why it’s essential to weigh each aspect of your employees’ performance. He is hard working, but keeps focus on the important tasks and he trusts his team. We can always count on her. Jack pays close attention to detail, ensuring that he not only completes a high quantity of work but that it’s always high quality. Sean always follows the companyâs instructions to ensure a job well done. Be as clear and specific as possible without sounding trite and insincere. James is a very accurate and productive employee. Provides strong evidence of [specific accomplishment], Excels at developing programs / strategies that have delivered X results, Improved production by X% through [specific task], Exceeded the original goal of X by X% through [specific task], Continuously examines administrative effectiveness and seeks better procedures such as [tasks], Develops successful administrative strategies such as [task] that led to [results], Establishes effective systems for information retrieval through [task], Improves administrative support systems through [task], Keeps documents organized via [task] to avoid duplicate information, Shows a sincere interest in employees and the solutions to their problems, Lends support and guidance to employees by [task], Uses sound coaching techniques to solve disciplinary problems, Is highly respected by employees for sharing concerns, problems, and opportunities, Effectively communicates upward, downward, and laterally, Enforces company policies and values without creating negative reactions, Builds strong relationships with others by [task], Displays a harmonious and cooperative spirit by [task], Seeks creative alternatives such as [examples] that drove [results], Clever and imaginative when confronted with obstacles, Is continuously experimenting to drive [results], Initiates and executes creative ideas such as [example], Helps employees gain visibility through [task], Encourages employees to solve their own problems, Delegates with clearly defined responsibility and authority, Devises improved means of accomplishing results. Heâll talk to team members or superiors. Sling is free to use and available for an unlimited number of employees. End on a positive note — even if the employee has plenty of things to work on — so they feel good about themselves and secure in their job. When you include these in your performance reviews, you'll communicate positive and constructive feedback more clearly — which is exactly the kind of useful communication employees need. "And, the feedback we collected afterwards, after reviews were done, is ‘This is so much easier, much better lift,' and the whole process felt better for everybody.”, —Cindy Larson, Director of People and Operations at Wheelhouse DMG. Use these phrases to evaluate the creative-mindset of your employee/manager: Are your managers doing a good enough job at delegating tasks and dividing the load? For inspiration, look back at the six fundamental skills in the What Should A Performance Review Look Like? At its most basic, a performance review should be based on three key points: The first two competencies may include skills such as organization, company/product knowledge, attitude, and anything else that’s important for the job. Rachel is a careless person who cannot be trusted with difficult tasks. He's unique and a genuine expert with attention to details that produce outstanding results and surpass my expectations. Helping your employees understand the level of the quantity of work needed helps your company's bottom line. Joan pays close attention to her work to ensure that she completes it with speed, but also precision. Gary doesnât work beyond his normal hours, which means turning in less than quality work just to get it done. Ana is not detail-oriented, which results in mistakes in her work. Here are four examples of performance reviews that really work. "Sling allowed Union Square Hospitality Group to schedule smarter instead of harder." No wonder why his work quality is way above average. You can expect a request to be completed thoroughly and beyond your best expectation. My expectations have been exceeded time and again by the quality of work that John produces. Few tasks create anxiety among managers and employees like the performance review. He is consistent, reliable and provides a quality service. Brian sets high goals for himself, always pushing beyond his limits so that he can help the company’s bottom line. He was very thorough and worked very hard. Provides strong … He works very hard to help everyone around him and you can trust him. Jeremy takes special cautions to prevent errors at the workplace. Tom needs to be more flexible when it comes to doing work beyond his normal duties. It helps her to meet high-quality requirements in all work areas. He gets along extremely well with staff under his supervision, as well as colleagues at his own level. He fails to keep subordinates productive. John shows lack of focus on his work. Check out these top phrases to help start the conversation and to help your employees become more productive. This performance review item also needs to show the employee’s willingness to negotiate in good faith while remaining even-tempered. Matt knows how to prioritize his time so that he gets the allotted work done, plus he always asks for more. Noah gets angry if management points out his errors. Offer informal assessments and suggestions throughout the year. Only when the job description is up to date and accurate will you be able to provide a fair performance review. He assists new employees to settle in, which vastly increases the quality of their work. Performance review phrases examples for quality of work to write a performance evaluation and complete your performance review form for free. Note that, an quality of work review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs. This creates a negative atmosphere in the workplace. He works hard to deliver a quality and where possible tailored approach to the service. A performance review should be based on everything that occurred since the last review, not just the past week or month.